Best Recruitment Insurance

4 Powerful Truths Only the Top Recruiters Know

Use these 4 tips to make your recruitment strategy smart, focused and powerful

This post comes from the perspective of Dave Darsch & Sol Jeewa

Hiring top talent to take your business forward is a major challenge.  Searching and retaining high performers is a tricky business – especially when you’re competing with other companies to attract these individuals from a broad but shallow pool.

Dave Darsch & Sol Jeewa highlighted 4 hard truths your company should know to ensure you fully understand your needs, brand and expectations.

  1. Recruitment is not the same as talent acquisition

If your ‘talent acquisition strategy’ is all about meeting immediate needs, it’s neither talent acquisition nor a strategy. Recruitment fills a situational gap, by finding the best candidate available at short-notice. However, talent acquisition is both smart and strategic. It’s an ongoing process to bring in the skills and knowledge necessary to cultivate an amazing company culture.

  1. Bigger is not always better

If you’re a small company, the best sales performers at big brands might not be the best for you as they require a unique selling skill set to sell lesser known brands.  Target challenger sales and leadership professionals – and look beyond the size of the sales figures to the candidate’s knowledge of the industry and past entrepreneurial success.

  1. Good salespeople aren’t islands

When hiring, consider what type of work environment the candidate needs to thrive – and whether your company culture will fit the bill.  Some of the most successful professionals only perform well in certain work environments. For example, many top salespeople do their best work when they can focus entirely on selling without admin distractions. If your new employee is used to having support staff, then expecting them to do tedious admin tasks will guarantee you don’t get the most from them. Find out what environment your candidate works best in, and consider how you can provide this. If you can’t, it may not be the best fit.

  1. Champagne and caviar are more expensive than beer and burgers

When you take a good hard look at your hiring strategy, are you demanding more than you’re willing to pay for? If you want champagne, don’t expect beer prices. Having unrealistic expectations in your talent search only wastes time and money. Decide whether you truly need a top-class hire, and if so, be prepared to pay top-class prices.

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One comment

  1. I totally agree with the second point that bigger is not always better. Just look at the giants of business. While 35% of those companies have major drawbacks (as they confess) in their recruitment system, the rest are striving to catch smaller fish, even if they are not so good as everyone wants. Comparing the results in America and Canada, for instance, we notice that there are blank pages in recruitment that concerns international ties as well.

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